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Vacancy filling in the civil service and non-departmental public bodies (NDPBs)

5 July 2010

Members and activists will be aware of the recruitment freeze introduced by the coalition government across the civil service and NDPBs. This is not something which was agreed with PCS nor is it a step which recognises the enormous work pressure faced by many of our members.

However, it is important to recognise that it is not an absolute ban on the filling of vacant posts. It is a ban on external or public advertisement of vacancies and even then exceptions are allowed with the approval of secretaries of state or chief executives. Managed moves within departments, the CSVACS process to help surplus staff and indeed internal trawls across the Civil Service and NDPBs all remain in place. Obviously in the current financial difficulties the numbers of vacancies will be reduced but they will still exist.

For some time discussions have been taking place between the Civil Service unions and civil Service management under the umbrella of Civil Service in the English Regions (CSER) to consider how all Civil Service vacancies can be made available for all Civil Service staff.

This concept was originally trialled with the agreement of the unions in the West Midlands and within its limitations proved to be both successful and popular with staff. Subsequently a more complex proposal has been worked up by management for this to be introduced more generally at an early date.

This concept has been considered both by the PCS national executive and the Council of Civil Service unions (CCSU). Both have indicated that they are prepared, in principle, to enter into an agreement for all Civil Service vacancies to be available to all Civil Service staff. Detailed talks are now underway on the detail of this.

What is important to PCS is that any new arrangements for the filling of vacancies, which replaces those currently in place, is a benefit for members. We need to ensure that so far as is possible any new arrangements will apply equally throughout the UK and that any staged introduction will be as short as possible. We are hopeful that these arrangements will be applicable to NDPBs certainly those who have had their recruitment processed certified by the Civil Service commissioners. The special priority given to surplus staff must remain in place and any exceptions for very specialist posts would need to be agreed with the unions. Finally, any new arrangements must be subject to an equality impact assessment.

Further information will be circulated as matters progress.